Training is vital for care practitioners, although time and funds are scarce. The former approach appears more rapid and economical, while the latter appears less convenient and more expensive. However, the truth is somewhere in between these two extremes. This paper contrasts both options and highlights their pros and cons along with demonstrating in what situations both of them are appropriate. The paper also discusses ways of implementing on-site care training.

What Face to Face Care Training and Online Learning Offer

In online training, learning happens through a screen. The employees watch short videos, study the information, and complete quizzes. They are free to do this whenever they wish and their results are recorded by the service provider automatically. That is the main reason why so many online services apply online training for their core subjects.

The other method of training employees is face-to-face. In this case, they meet together with an instructor in one place and listen, discuss, practice and get immediate feedback. They operate on actual equipment and go through the practical cases in company of other people. The instructor sees everyone and immediately fixes any errors made.

Each approach has its own merits. The proper way depends on the skill that needs to be developed. The knowledge is easy to transfer through a screen, but the physical skills and sensitive communication are better taught in person.

Price may become important too. Online courses usually involve cheap prices per learner and become popular among busy managers. While face-to-face courses are relatively expensive per learner, they substitute several different actions. They include learning, assessment and documentation of skills. So, the cost gap is not so big.

Where Online Learning Works Well for Care Teams

Online training is ideal when staff have to learn. It is ideal for online training on such topics as data protection, health and safety awareness and fundamentals of safeguarding theory. If they face problems, they can study a particular course as many times as necessary. Shift workers and part-timers can also attend courses online.

Besides, online learning is ideal for managers in terms of record keeping. All learning platforms keep track of course completion, scores and renewals; hence, there is no need to update the training matrix. Furthermore, new employees will be able to complete their core modules and start working immediately.

However, online learning also has some limitations. The completion of course does not ensure competency. A learner can view all slides but not understand anything. Besides, there is no way how anyone can evaluate response of staff in an emergency situation. Another issue is the isolation, because there is no opportunity for any discussion.

Where Face to Face Training Gives Better Results

There are certain subjects that require practical teaching. It is not enough just to read about CPR because one does not develop muscle memory to do this procedure effectively. The same thing is true for moving and handling – here proper posture and technique are needed. Face to face training works well in case there is an emotional subject involved. Good examples are:

• Basic life support – here trainees practice compression techniques and work with the training defibrillator;
• Moving and handling – here trainees use actual hoists and slide sheets;
• Medication competence – here trainers control the techniques and recording of the processes;
• Positive behavior support – here role-playing develops calm reaction on the situations;
• Oliver McGowan Tier 2 – here lived experience influences attitude to some subjects.

Furthermore, a trainer will be able to answer questions which are not included in any module. For example, a support worker may explain a difficult situation to a trainer and receive advice from him/her and colleagues. This kind of discussion will develop common approach within the group. Also, learners will have a competency record which is a better proof for a manager than test results.

How Inspectors View Both Types of Training

The inspectors will not prohibit e-learning. Moreover, inspectors do not expect classes on everything. What inspectors expect is that the staff is qualified to perform its duties. It means training records, competency checks, and assurance of staff's knowledge when inspecting. Providers, which have chosen trustworthy healthcare training Bristol courses for practical topics will provide such evidence, since the trainers confirm skills personally. 

Also, the inspectors want to know how the learning impacts practices. E-learning certificate is evidence of attendance. The competency record is evidence of the skill. By using both tools with justification of each, you can prove that the provider takes care of quality and risk management.

Match each course to the evidence you can demonstrate. In case the skill is associated with any risk of harm, opt for training program that evaluates the skill personally. In case it is awareness only, it can be covered by online learning program. Make notes in the training policy. Such documentation will allow you to explain the reasons behind particular decision to the new managers and inspectors.

How to Build a Blended Training Plan for Your Team

The hybrid approach involves online learning for learning theoretical knowledge while using face-to-face sessions for the practical aspect. First, create a list of all training courses that your team needs. Then, classify each training based on risk and practical skill associated with the course and opt for the online learning approach for courses involving low risk awareness. Arrange live sessions for the remaining courses.

Some training courses are a hybrid of both. One such course is the Oliver McGowan Tier 2 course that combines an e-learning module with a complete live day training session. The learners will gain theoretical knowledge first and practice it under the supervision of an Expert by Experience. This is a good example of a hybrid course format.

The calendar for planning should be well-thought out. Schedule all live courses on certain days of the year in order to maintain consistency. Training from your own premises will reduce travel time and allow the learners to use their own devices. Re-evaluate your plan every six months and get feedback from the team regarding the sessions that were most helpful.

Conclusion

Both online learning and face-to-face training have a role to play in the care sector. Online modules provide rapid delivery and flexibility whereas face-to-face training develops the competencies needed for people to be safe. Select the method suitable for each subject, maintain accurate records, and evaluate your training needs periodically. To talk about face-to-face training for your staff, please contact 07428 112029.